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Means and methods of human / manpower development and ways of igniting their potentials.
How can we best monitor our performance regarding reaching our goals?
If I understand your question correctly, I think a question like ,How good they are. is a big challenge to an organization or might be the biggest.
the basic thing to achieve for an organization is to attain its level to meet people desires and needs. :)
What are the questions that organizations struggle to answer?
Dear Ashraf, the questions can vary from organization to organization but the they all stryggle to get the right answers. Asking the right questions at the right time to the right personnel is essential. I have collated the following info for you. However I do not claim that this is all there is and adequate.
In any field, being the best means knowing what is important and working to improve in those critical areas. Organizations are no different.
Questions asked and explored as a group (whether that group is a team, a company, or a community) generates more solidarity, engagement, and progress
Of course, there is no one right question, but one of the most productive questions when it comes to engendering a deeply-felt sense of purpose and inspiring the kind of passion that fuels organizations to do extraordinary things is: “What ideas are we fighting for? What do we stand for (and what are we against)? Why does what we do matter?”
Why would really great people — the best technical and managerial talent in the world — want to come work for us ?”
Experts have understood and are of the opinion that great people want to work on exciting, high-impact projects, with a small team, in a dynamic setting.
How can we as an organization ensure that there is a strategic plan is in place? do we have the right resources ? is the requisite infrasturcture in place?
Strategic planning can be used to determine mission, vision, values, goals, objectives, roles and responsibilities, timelines, etc.
Does the CEO or the executive management knows what kind of culture they’re trying to build or what are the conditions required for those culture to flourish and key concepts to build from?Or it is simply unintended consequences of the CEO management style or something inherited from previous management? Do you know what you're building towards?
Can a company articulate its corporate culture in a way that is both tangible and explicit.A company publishes an annual report about its finances, should they publish a book about the company culture? A company’s prevailing values, mental models, assumptions, attitudes and beliefs all make up the soft, invisible stuff of culture that create an environment of trust and balance. It determine its outlook—what it finds meaningful and important. Can you capture these stories and communicate them in a tangible way outside a Power Point? And what are the best practices to do this?
when company is attempting a culture transformation; do they need a vision of what they want to become?Is there a genuine need to diagnose their present culture so that they can define the current state and the future state? And if the gap is too big, how do they know if the transformation is too drastic and simply not achievable?
when organization culture gives people a sense of self and identity and determines, rituals, beliefs, style, meanings, values, norms and language, the way in which ‘things are done that way around here’, who should own it or is it possible for any function to own?
Does Corporate culture needs a maintenance plan?
An empowering executive management team can better assess the current status of an organization with an eye to shaping /modifying / eliminating the parts that are dysfunctional or ineffectual, then replacing them with qualities that will improve the speed of decision making, productivity, and employee engagement. Corporate culture needs a maintenance plan. Do you have one?
Organization culture is not a vision, mission or management system. It is the strategy that guides how a company makes decisions disregard of what industry they compete in or where they play along the value chain and how decisions are made when the CEO is not around. And in particular today’s fast pace turbulent business conditions, a strong corporate culture can provide the strategic agility and empowerment needed to reduce the recovery time from any unavoidable setbacks or disruption.
The Balridge Foundation has the following list of10 critical questions for the organization
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